Taking Time Off Work After a Miscarriage
Experiencing a miscarriage can be physically and emotionally exhausting. In addition to the physical recovery, there is often a profound emotional toll. Taking time off work can provide you with the space to heal, process, and regain strength without the added stress of daily responsibilities. However, deciding how much time to take and how to communicate this need can feel overwhelming. Here’s a guide to help you consider your options and prioritise your wellbeing.
1. Understanding Your Rights and Sick Notes
In the UK, there isn’t specific statutory leave for miscarriage before 24 weeks. I feel angry at the lack of protection and compassion for women experiencing miscarriage. Miscarriage can be physically and emotionally devastating, yet current workplace policies often fall short of providing the support needed. The Miscarriage Leave Bill, currently going through parliament, would grant employees who experience a miscarriage, ectopic pregnancy, or molar pregnancy three days of statutory paid leave. While this bill would be a good starting point, it still falls short of the time many people need to recover. Organisations like Tommy’s advocate for more, recognising that three days is often not enough to allow for true healing. You can read more about the Miscarriage Leave Bill here.
You may still be eligible for time off under different types of leave. In the UK, if you need to take sick leave for a miscarriage (before 24 weeks), you typically don’t need to disclose specific details about the reason for your absence. For the first seven days of sickness absence, you can self-certify, meaning you do not need a doctor’s note (referred to as a Fit Note or Sick Note).
However, if your absence extends beyond seven days, you will generally need a doctor’s note (fit note or sick note) to continue receiving sick pay. In some cases, a doctor may note that the absence is pregnancy-related, which ensures that the sick leave won’t count against your regular absence record, as pregnancy-related absences are protected under UK employment law.
In the UK, pregnancy-related absences, including those due to miscarriage, are protected under employment law. This means:
Protection from Discrimination: Employers cannot penalise you for pregnancy-related absences. They are legally required to treat these separately from other sick leave and cannot use them against you in performance reviews or attendance policies.
Recording Absences: Pregnancy-related leave must not count against your sickness record. This ensures that any absences related to miscarriage do not impact your employment standing.
Doctor’s Note: If your doctor specifies the absence is pregnancy-related, this should ensure it is treated under these protections, allowing you to recover without risk to your employment.
These protections mean that employees can prioritise their health without fearing repercussions at work. If you encounter issues, speaking to HR or consulting organisations like ACAS can provide additional support.
2. Options for Time Off Work
Options include:
Sick Leave: If you’re unwell or need time to recover physically, you can request sick leave with a doctor’s note (fit note or sick note). This covers both the physical and mental impact of miscarriage. For Statutory Sick Pay (SSP), there is a waiting period of three ‘qualifying days’ (working days) before payments begin. After this period, SSP provides a basic level of pay during your leave. Some employers offer enhanced sick pay, such as full pay for a certain number of weeks or months, so it’s worth checking your contract for details on any additional support.
Annual Leave: If you prefer, you can use any accrued annual leave for time off. This gives you flexibility and privacy, as you don’t need to disclose specifics if you’d rather keep them private.
Bereavement or Compassionate Leave: Some employers offer bereavement or compassionate leave policies for pregnancy loss, even if not legally required. Check your organisation’s policy or speak with HR for more information.
Companies Committed to 2 Weeks Leave for Miscarriage: Some employers have signed up to offer two weeks of paid leave specifically for miscarriage. Although this is not a legal requirement, some progressive employers have adopted it as part of their policies to support employees experiencing pregnancy loss. A leading example of this is NHS England, which recognises the need for time to heal and provides two weeks of paid leave to those affected.
3. Deciding How Much Time to Take - It’s ok
Every person’s recovery is unique. The time needed varies depending on both the physical and emotional impact. Some people may feel ready to return within a few days, while others may need weeks to fully process and heal. Here are some questions to consider:
Physical Health: Have you recovered from the physical symptoms? Are you still experiencing cramping, bleeding, or fatigue?
Emotional Health: How are you coping emotionally? Are you experiencing intense feelings of grief, anxiety, or sadness?
Work Demands: Will returning to work create additional stress that could hinder your recovery? Consider the pace and demands of your job and whether you feel ready to take them on.
It’s okay if you’re unsure about how much time you need. You can start with a few days and then assess if you need longer as you go.
It’s also okay to change your mind. If you go back to work and find yourself sneaking off for a quick cry, unable to concentrate, or feeling too fatigued to carry out your duties, it’s absolutely okay to return to your doctor for more time off. Doctors understand the importance of recovery and will support you in taking the time you need.
On the other hand, if you have a doctor’s note for four weeks but feel ready to go back sooner—perhaps to find comfort in the busyness of work or by being around people—that’s great. You can always return early if it feels right.
If you’re feeling guilty about taking more time, try to imagine what you’d tell a friend in your position. Remind yourself that your recovery is important, that both your mental and physical health matter. Give yourself the same compassion you’d offer to others, and take the time you need to truly heal.
4. Adjustments on Returning to Work
Returning to work after a miscarriage can be challenging, and you may need some adjustments to help ease back into your routine. Even if you feel ready emotionally, physical and mental exhaustion can still linger, and it’s okay to ask for modifications that support your recovery. Here are some adjustments to consider:
Flexible or Reduced Hours - If possible, consider starting with shorter hours or a phased return. Working half-days or reduced hours initially can help you adjust without overwhelming yourself. This gradual approach allows you to ease back into the demands of work while giving your body and mind time to build strength.
Remote Work Options - If your role allows, working from home can provide a more comfortable environment during your initial return. Being at home reduces the stress of commuting and can offer a quieter space to focus or take breaks if needed.
Regular Breaks - Plan regular breaks throughout the day to recharge. Short, scheduled pauses can make a big difference if you find yourself feeling fatigued or emotionally triggered. Use this time to step outside, take a short walk, or do something that helps you reset.
Modified Duties - If your role involves heavy physical or emotional demands, speak with your manager or HR about modifying your duties temporarily. This might mean focusing on lighter tasks, reducing workload, or having more administrative responsibilities until you feel fully able to take on your usual duties.
Access to Support Resources - Check if your workplace offers Employee Assistance Programmes (EAPs) or other mental health resources. These programmes often include counselling or support groups that can help you process emotions and navigate the transition back to work.
5. Deciding What to Tell Colleagues
Returning to work after a miscarriage can be emotionally complex, and deciding what to share with colleagues is a personal choice. There’s no right or wrong way to approach it—only what feels right for you. Here are some considerations and approaches to help you navigate these conversations:
Share Only What You’re Comfortable With - You’re under no obligation to share details if you don’t want to. It’s okay to keep things private and simply say you were unwell or on medical leave. You might consider sharing more with close colleagues if you feel they’d offer support, but this is entirely up to you.
Prepare a Simple Response - If you’d prefer not to discuss it in depth, prepare a brief, respectful response. You could say something like, “I needed some time off for personal reasons” This can gently steer conversations away from further questions while respecting your privacy.
Letting Your Manager Communicate for You - If you don’t want to have individual conversations, you might ask your manager or HR to inform your team or key colleagues on your behalf. They can share a general update that you’ve returned after a medical leave, which can prevent colleagues from asking intrusive questions.
Be Clear about Boundaries - If you’re open to support but don’t want to be constantly reminded, let colleagues know how they can best support you. For example, you might say, “I appreciate your support, but I’d prefer to focus on work as much as possible,” or “Thank you for understanding if I need a bit of space as I get back into things.
Talking with Trusted Colleagues - You may find it helpful to confide in one or two trusted colleagues who can offer support and help you navigate sensitive interactions. Having someone who knows your experience can create a comforting space at work and reduce feelings of isolation.
Remember, there is no one-size-fits-all approach to returning to work after a miscarriage. Prioritise your health, listen to your needs, and give yourself the time and space to heal. Your wellbeing matters, and it’s okay to ask for the support you deserve.
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